Machine Translated by Google 2B 0AL 0AN 4ÇO SOCIAL NATIONAL INSTITUTE OF INDUSTRIAL PROPERTY Machine Translated by Google INPI - National Institute of Industrial Property SOCIAL REPORT 2004 Information and Innovation Promotion Department Campo das Cebolas – 1149--035 Lisboa tel 21 881 81 00 – fax 21 887 85 08 – blue line 808 200 689 Editorial and Design Advice: Arcus, Unipessoal, Lda. Cover Image: (Untitled Table) Provided by António Oliveira Tavares: 500 copies ISSN 1645-6661 Legal Deposit 211023/04 1st Edition June, 2005 Machine Translated by Google NATIONAL INSTITUTE OF INDUSTRIAL PROPERTY SOCIAL REPORT 2004 Machine Translated by Google Machine Translated by Google INDEX 6 Introduction 7 Staff Management 13 Staff Structure 20 Professional Progression, Schedules and Attendance 30 Social Security 33 Personnel Charges 35 Extra work 36 Professional qualification 40 Conclusion 4 Machine Translated by Google 5 Machine Translated by Google INTRODUCTION The Social Report, made mandatory for all Central, Regional and Local Public Administration bodies by Decree-Law No. 190/96, of 9 October, is a planning and management instrument in the social and human resources areas. The information that must be included in the Social Report is provided for in the form attached to that diploma, and the Organizations must also, whenever possible, include the rates, tables and graphics that improve their informative quality. In pursuit of the above objective, in the year under review and similarly to previous years, we collected and processed data relating to INPI's human resources, in a systematic and comparative manner, based on the form attached to the aforementioned diploma, to which We have added other information that, in our opinion, completes and enriches the information on the characteristics of this Institute's staff, namely with regard to the duality of staff. The aim of this document is to place the INPI in the human and social context, as well as to serve it as a support tool for decision-making at the planning and management levels in the social and human resources areas, thus fulfilling its purpose. 6 Machine Translated by Google STAFF MANAGEMENT In 2004, with regard to the movement of personnel within INPI's staff, there was again a decrease, compared to 2003. This fact resulted not only from the death of a herd but also from the transition to the situation of retirement of 3 workers, a secondment and a requisition. Parallel to these facts, the same level of containment regarding the admission of personnel continued to be maintained. In effect, in the balance of entries and exits, it was found that at the end of 2004, the INPI staff made up a total of 124 employees, registering throughout the year only the celebration of a new provision of services and the renewal from an existing one. It is also worth noting, for the global calculation of staff at the service of the INPI in 2004, the professional internship under the Professional Internship Program of the Institute of Employment and Professional Training, provided to three graduates in the area of International Relations. With regard to the Table annexed to Regulatory Decree No. 17/90, there was again, as in previous years, a decrease in its staff. Although these results in terms of its day-to-day management are somewhat predictable, one death and two retirements should be noted. 7 Machine Translated by Google STAFF MANAGEMENT Staff 2004 - EP REC. HUMAN CA TOE TECHNICIAN PARATECHNICAL / ADMINISTRATIVE SUPPORT INFOR TOTAL GENERAL MATICS technician Higher Technical Paratechnical Ass. Technical Administrative Professional H 2 5 11 0 1 7 0 4 4 34 Total of Employees at Service M 1 7 27 4 6 17 3 1 1 67 T 3 12 38 4 7 24 3 5 5 101 H 2 9 0 1 7 0 2 4 25 Contract Single of M 6 24 3 6 17 3 1 1 61 Work T 8 33 3 7 24 3 3 5 86 H 1 0 1 Contract of I work at M 0 1 1 TermoCerto* T 1 1 2 H 1 1 Stages M 2 0 2 T 3 3 H 0 1 1 Provision of M 1 1 0 Service T 1 1 2 H 2 2 Appointment M 1 1 T 3 3 H 3 1 4 Others M 1 0 1 T 4 1 5 Effective 2003 - AP REC. HUMAN RESOURCES TECHNICAL DIRECTOR COMPUTER SUPPORT TECHNICAL TECHNICAL PROF. ADMINIS. TOTAL AUXILIARY H 1 1 4 1 0 7 Total of M 2 0 6 5 3 16 Staff T 3 1 10 6 3 23 8 Machine Translated by Google STAFF MANAGEMENT EP 2004 staff Computing General Support Professional Technician Administrative assistant paratechnician Technician Senior Technician THEN THAT 0 5 10 15 20 25 30 Woman Man Effective AP 2004 Assistant Administrative IT specialist Professional Technician Technician Senior Technician Executive 0 5 10 15 20 25 30 Woman Man 9 Machine Translated by Google STAFF MANAGEMENT Admissions 2004 - EP ADMISSIONS CA TOE TECHNICIAN PARATECHNICAL / ADMINISTRATIVE SUPPORT INFOR TOTAL (DURING THE YEAR) GENERAL MATICS technician Higher Technical Paratechnical Ass. Technical Administrative Professional H Appointment M T H Contract 1 Single of M 0 10 Work T 1 1 H Contract of I work at M Correct Term* T H 0 0 Provision of Service M 1 1 T 1 1 H 1 1 Stages M 2 2 T 3 3 H 1 1 2 Total M 0 3 3 T 4 1 5 Admissions EP 2004 Computing general support Paratechnical/Administrative Technician Senior Technician THEN THAT 0 1 2 3 Woman Man 10 Machine Translated by Google STAFF MANAGEMENT Departures 2004 - EP ADMISSIONS CA TOE TECHNICIAN PARATECHNICAL / ADMINISTRATIVE SUPPORT INFOR TOTAL (DURING THE YEAR) GENERAL MATICS technician Higher Technical Paratechnical Ass. Technical Administrative Professional H 1 0 1 From the board M 0 1 1 T 1 1 2 Departures 2004 - AP ADMISSIONS TECHNICAL DIRECTOR SUPERIOR TECHNICAL PROF. ADMINIST. TOTAL ASSISTANT (DURING THE YEAR) H 0 0 0 From the board M 1 2 3 T 1 2 3 EP Outputs 2004 IT specialist General Support Professional Technician Administrative assistant paratechnician Technician Senior Technician THEN THAT 0 1 2 3 Woman Man AP 2004 outputs Assistant Administrative Professional Technician Technician Senior Technician Executive 0 1 2 3 Woman Man 11 Machine Translated by Google STAFF MANAGEMENT Reasons for Leaving 2004 - EP REASONS FOR LEAVING CA TOE COMPUTING TECHNICAL SUP. TECHNICIAN ASS. ADMINISTRATIVE SUPPORT TOTAL (EMPLOYEES) GENERAL Transfer death exoneration 1 Retirement 1 Retirement compulsive Resignation Termination expiry of Contract Mutual Agreement 1 1 Others 1 Total 1 2 Reasons for Leaving 2004 - AP REASONS FOR LEAVING PROFESSIONAL TECHNICIAN ADMINISTRATIVE ASSISTANT SENIOR TECHNICIAN TOTAL (OF EMPLOYEES) Transfer death 1 1 exoneration Retirement 2 2 Retirement compulsive Resignation Termination Mutual Agreement Others Total 2 1 3 12 Machine Translated by Google FRAME STRUCTURE The year 2004 continued to be marked by restraint in hiring staff, with this policy having a considerable impact on the INPI staff. In fact, and taking into account not only that condition but also the natural aging of the workforce, a slight increase in the average age of the Public Company (EP) was verified. With regard to the Public Administration Staff (AP), the exact opposite was verified, that is, the average age of the AP staff dropped slightly, a direct consequence of the number of retirements that took place throughout 2004, as well as the occurrence of of a death. Observing the structure of staff by professional groups, it is possible to conclude that it is in the group of technical personnel that there is a greater number of employees . It should also be noted that in this Group of Personnel, and still in 2004, there was the return to service of a worker who was on a requisition basis in an external Organisation. The second group, referring to Administrative Personnel, presents some changes compared to the previous year, that is, in the year under analysis and taking into account the EP Table the number rose, in 2004, to 34 workers as opposed to the AP Table which made up a total of 16 employees. In the year 2003, the constant value of the AP Table was 18 against 35 in the EP Table. Finally, with regard to the other Professional Groups (General Support and IT), these did not suffer significant fluctuations, with emphasis only on the hiring of a staff member for the IT Operator category. With regard to the analysis of the distribution of herds by gender, we found that 13 Machine Translated by Google FRAME STRUCTURE in the groups of Management, Technical and Administrative personnel, the female sex stands out in absolute terms and in the Group of Informative Personnel, the male sex. The group of personnel referring to General/Auxiliary Support is the one with the greatest balance in this gender distribution. With regard to Qualification Levels, and after analyzing the respective table, it appears that the most significant level of qualifications continues to be represented by the Bachelor's degree. It should be noted, however, the importance and weight of the qualification levels of nine and twelve years of schooling in the qualification structure of this Body essentially concentrated in the Paratechnical / Administrative professional group. Still in terms of academic qualifications, it is worth mentioning the continuity of the staff with the academic degree of Master and Doctorate, contributing to the maintenance of the high level of technicality of this Organism. Now focusing the analysis on the inter-gender comparison of this distribution, we continue to observe the situation described in previous years. Thus, there is a predominance of females with a bachelor's and master's degree, instead of the male group whose incidence only manifests itself at the degree level. With regard to Seniority Level, there was an increase in the EP framework and a decrease in what concerns the AP framework. The first situation demonstrates the stagnation of that framework in terms of new admissions. The second is justified by the number of verified retirements. 14 Machine Translated by Google FRAME STRUCTURE Age Levels EP 2004 AP 2004 STRUCTURE STRUCTURE AGE MEN WOMEN TOTAL AGE MEN WOMEN TOTAL (ON DEC 31) (ON DEC 31) Up to 18 years Up to 18 years 18-24 0 2 2 18-24 25 -29 7 7 25 -29 14 30 -34 5 11 30 -34 0 1 1 16 35 -39 7 13 20 35 -39 1 0 1 40 -44 4 3 11 40 -44 0 3 3 45 -49 2 10 12 45 -49 5 4 9 50 -54 4 11 15 50 -54 2 4 55 -59 4 6 10 55 -59 0 2 2 60 -64 0 5 5 60 -64 65 -69 65 -69 0 1 1 70 and over 70 and over Middle age level: 43 Middle age level: 46 EP 2004 Age Levels 65 and over 60 - 64 55 - 59 50 - 54 45 - 49 40 - 44 35 - 39 30 - 34 25 - 29 18 - 24 0 2 4 6 8 10 12 14 Women Men Age Levels AP 2004 70 and over 65 - 69 60 - 64 55 - 59 50 - 54 45 - 49 40 - 44 35 - 39 30 - 34 25 - 29 18 - 24 0 2 4 6 8 10 12 14 Women Women Men Men 15 Machine Translated by Google FRAME STRUCTURE seniority levels EP 2004 AP 2004 STRUCTURE STRUCTURE ANTIQUE MEN WOMEN TOTAL ANTIQUE MEN WOMEN TOTAL (ON DEC 31) (ON DEC 31) Up to 5 years 10 13 23 Up to 5 years 0 0 0 5 -9 3 13 16 5 -9 1 0 1 10 -14 1 5 6 10 -14 0 2 2 15 -19 5 3 8 15 -19 4 2 6 20 -24 1 3 4 20 -24 1 4 5 25 -29 1 6 7 25 -29 0 4 4 30 -36 4 18 22 30 -36 1 2 3 over 36 0 3 3 over 36 0 0 0 Middle Level Seniority 19 27 Middle Level Seniority Senior Levels EP 2004 Over 36 years 30 - 36 25 - 29 20 - 24 15 - 19 10 - 14 5-9 Up to 5 years 0 5 10 15 20 Woman Man AP Senior Levels 2004 Over 36 years 30 - 36 25 - 29 20 - 24 15 - 19 10 - 14 5-9 Up to 5 years 0 5 10 15 20 25 Woman Man 16 Machine Translated by Google FRAME STRUCTURE Qualification Levels EP 2004 AP 2004 STRUCTURE MEN WOMEN TOTAL STRUCTURE MEN WOMEN TOTAL AGE AGE Less than 4 years Less than 4 years schooling schooling 4 years 4 years 1 7 8 2 2 schooling schooling 6 years 6 years 2 2 4 4 4 schooling schooling nine years old nine years old 5 14 19 1 3 4 schooling schooling 11 years 11 years 1 3 4 2 3 5 schooling schooling 12 years 12 years 5 5 10 3 1 4 schooling schooling Barcharelato / Barcharelato / High School 2 2 High School 1 1 Graduation 18 31 49 Graduation 1 2 3 Master's degree 1 3 4 Master's degree Ph.D 1 1 Ph.D 17 Machine Translated by Google FRAME STRUCTURE Qualification Levels Qualification Levels EP 2004 Ph.D Master's degree Graduation Bachelor's/High School 12 years of schooling 11 years of schooling 9 years of schooling 6 years of schooling 4 years of schooling Less 4 years of schooling 0 5 10 15 20 25 30 35 Woman Man AP 2004 Qualification Levels Doctorate Doctorate Master's degree bachelor's degree Bachelor's/High School 12 years of schooling 11 years of schooling 9 years of schooling 6 years of schooling 4 years of schooling Less 4 years of schooling 0 5 10 15 20 25 30 Woman Man 18 Machine Translated by Google FRAME STRUCTURE Qualification Levels Qualification Levels EP 2004 4% 1% 8% 4% 19% 48% 4% 10% 2% 4 years of schooling 6 years of schooling 9 years of schooling 11 years of schooling 12 years of schooling Bachelor's/High School Graduation Master's degree Ph.D AP 2004 Qualification Levels 13% 0% 9% 4% 17% 17% 17% 23% 4 years of schooling 6 years of schooling 9 years of schooling 11 years of schooling 12 years of schooling Bachelor's/High School Graduation Master's and Doctorate 19 Machine Translated by Google PROFESSIONAL PROGRESSION, REGIME OF SCHEDULE AND ATTENDANCE In terms of human resources management instruments, namely with regard to the management of professional careers, 2004 marks an important moment for INPI's strategy, in terms of performance evaluation and management, with the entry into force of Law 10/2004 of 22 March. The INPI has been systematically developing, in recent years, a policy for the rationalization and enhancement of its staff whose essential pillars have been performance assessment, training and continuous improvement, accountability and appreciation of the results achieved and organizational flexibility based on management by objectives. This management strategy came to be validated, in legal terms, with the aforementioned Law nº 10/2004, where the new performance evaluation and management system for all bodies of Central and Local Administration, including Public Institutes, was shaped. Given that the new approved evaluation system is part of the annual management cycle of each Body, it will only have an impact on the professional career of employees in the following calendar year, so that, in terms of the level of promotions that took place in 2004, the INPI resorted to the evaluation system of existing performance, which was linked to the system of career promotions, to promote a total of 17 employees distributed by the various professional groups, thus representing a percentage of around 22.37% of its staff linked to the Individual Employee Contract Work. Also worth mentioning is the effort that the INPI has been making, in order to reassess some situations that were somewhat out of step with the 20 Machine Translated by Google PROFESSIONAL PROGRESSION, REGIMES OF SCHEDULE AND ATTENDANCE functional reality of the worker. This process was partially remedied through a professional reclassification in terms of the IT career. As can be seen with regard to the AP Framework (Dec. Reg. No. 17/90) and the legal requirements for career progression for workers included in that Framework were fulfilled, there were 14 (fourteen) progressions, in relation to the year 2004 . The data collected reveal that the number of staff with progression in their professional career registers, compared to the previous year, a significant increase, that is, 1 in 2003, against 14 in 2004. With regard to the various types of timetables practiced at the INPI, the basic characteristics, in relation to the previous year, are maintained. More preference is given to flexible working hours, in a context of permanent concern on the part of the Institute to promote continuous improvement in the quality of service, not only in terms of efficiency, but also in terms of speed and personalization of the service provided to the public. user. Finally, and in terms of attendance, the INPI's absenteeism rate for 2004 was situated at 9.2%, making it possible to conclude that it dropped compared to 2003, when this indicator was 12.7%. Despite a decrease in the value of the indicator, it should be noted that the highest values of absenteeism are included in the AP Table, in absences due to illness/ hospitalization. By way of conclusion, and by analyzing the calculated values, it appears that the highest levels of absenteeism are located, in the EP Table, in the age groups between 31 and 35 years old, whose justification is due exclusively to the enjoyment of leaves by maternity/paternity, as opposed to the age group situated between 51 and 55 years of age mentioned in the AP table, whose motivation was due to illness and/or hospitalization. 21 Machine Translated by Google ACTIVITY Promotions / Progressions EP 2004 PROMOTIONS EXECUTIVE TECHNICIAN TECHNICIAN TECHNICIAN ADMINIS HELP INFOR TOTAL PROGRESSIONS SUPERIOR PROFESSIONAL H Promotions M T H Outstanding merit M promotions T H 3 0 2 1 6 progressions M 7 1 3 0 11 T 10 1 5 1 17 H total M promotions T H Reconversions Reclassifications M T AP 2004 Promotions / Progressions PROMOTIONS EXECUTIVE TECHNICIAN TECHNICIAN TECHNICIAN ADMINIS HELP INFOR TOTAL PROGRESSIONS SUPERIOR PROFESSIONAL H Promotions M T H Outstanding merit M promotions T H 1 3 1 1 6 5 2 0 progressions M 1 8 2 8 3 1 14 T H total M promotions T H Reconversions M Reclassifications T 22 Machine Translated by Google ACTIVITY Promotions / Reclassifications Promotions / Reclassifications EP 2004 10 9 8 7 6 5 4 3 2 1 0 Senior Technician Professional Technician Administrative Computing Woman Man AP 2004 Promotions/ Progressions 8 7 6 5 4 3 2 1 0 Senior Technicians Administrative Professional Technicians Computing Woman Man 23 Machine Translated by Google ACTIVITY Schedules - EP 2004 MODALITIES CA TOE TECHNICIAN PARATECHNICAL / ADMINISTRATIVE SUPPORT INFOR TOTAL SCHEDULES GENERAL MATICS technician Senior Technician Paratechnical Ass. Technical Administrative Professional Time 2 4 6 Hard Time 26 1 4 20 2 1 4 58 Flexible Time Out of phase Working day 6 1 7 To be continued Shift work Worker Student assistance to descendants Time Partial Exemption from 3 12 5 3 1 1 1 4 30 Time Schedules - EP 2004 MODALITIES TECHNICAL MANAGER TECHNICAL COMPUTING TECHNICIAN ADMINIS TOTAL ASSISTANT SCHEDULES SUPERIOR PROFESSIONAL TRATIVE Time Hard Time 2 7 6 1 16 Flexible Time Out of phase Working day 1 1 To be continued Shift work 1 2 3 Worker Student assistance to descendants Time Partial Exemption from Time 1 2 3 24 Machine Translated by Google ACTIVITY Schedules EP 2004 schedules 30 58 6 7 Flexible schedule Continuous Journey Rigid Schedule Exemption schedule AP 2004 schedules 1 3 3 16 Flexible hours Shift work Exemption from hours Continuous working hours 25 Machine Translated by Google ACTIVITY Absenteeism Absenteeism EP 2004 ASSIST type . ILLNESS PROLONGED FAMILY DISGUSTED BY ACCOUNT WORKER MATERNITY OUT TOTAL ABSENCE ILLNESS VACATION STUDENT PATERNITY Group Prof. Board of Administration Executive 1 5 120 126 Technician 58 274 4 40 482 30 888 IT specialist 1 2 3 2 8 paratechnician 39 545 124 5 53,5 69 835,5 Administrative General Support 73 4 77 TOTAL 97 893 124 12 604 99 1934,5 105,5 ASSIST type . ILLNESS PROLONGED FAMILY NOJO ON ACCOUNT WORKER MATERNITY OUT TOTAL ABSENCE ILLNESS VACATION STUDENT PATERNITY structure. age Up to 30 8 5 1 14 120 15 163 31 - 35 33 119 2 8,5 249 411,5 36 -40 23 232 15 235 15 524 41 -45 52 7,5 59,5 46 -50 2 127 4 20 2 151 51 -55 15 190 124 1 19,5 352,5 56 -60 16 68 18 66 169 60 more 100 3 1 104 TOTAL 97 893 124 12 105,5 604 99 1934,5 Group Prof. THAT EXECUTIVE TECHNICIAN COMPUTER SCIENTIST READY SUPPORT TOTAL ADMN GENERAL Age Structure Up to 30 144 17 2 163 31 - 35 408 3,5 411,5 36 -40 120 240,5 4,5 111 48 524 41 -45 1 57,5 1 59,5 46 -50 2 7 115 27 151 51 -55 31 387,5 418,5 56 -60 3 101 104 60 more 103 103 TOTAL 126 888 10 835,5 77 1934,5 Average Index of Absences per Worker 23,0 Absenteeism 9,2 % 26 Machine Translated by Google ACTIVITY Absenteeism Absenteeism AP 2004 Type ASSIST. FAMILY of Absence DISEASE ILLNESS NOJO ON ACCOUNT WORKER MATERNITY OUT TOTAL and/or INT. PROLONGED VACATION STUDENT PATERNITY Group Prof. Executive Technician 124 24 1 149 Parat/. Admin. 8 475 36 8 25,5 21 573,5 Technician Prof. 7 44 305 41,5 27 30 20 474,5 IT specialist General Support 2 5 1 2 10 TOTAL 15 645 341 8 96 28 30 44 1207 ASSIST type . AND / OR INT. ILLNESS ILLNESS FAMILIAR NOJO ON ACCOUNT WORKER MATERNITY OUT TOTAL PROLONGED VACATION STUDENT PATERNITY structure. Age Up to 30 31 - 35 5 2 12 19 36 -40 1 12 13 41 -45 10 102 305 45 20 497 497 15 46 -50 87 17 30 3 137 51 -55 3 8 407,5 343 36 17,5 56 -60 1 1 60 more 5 13 132,5 111 3,5 TOTAL 15 645 341 8 96 28 30 44 1207 Group Prof. YOU TECHNICIAN PARAT PROF. INF SUPPORT TOTAL ADMN. TECHNICIAN GENERAL Age Structure Up to 30 31 - 35 19 19 36 -40 13 13 41 -45 73 366 4 497 54 46 -50 95 37 5 137 51 -55 368 39,5 407,5 56 -60 1 1 60 more 132,5 132,5 TOTAL 146 573,5 474,5 10 1207 27 Machine Translated by Google ACTIVITY Absenteeism by Professional Groups Absenteeism by Professional Groups - EP 2004 4,0% 6,5% 43,2% 45,9% 0,4% TOE Computer Technician Paratechnical/ Administrative General Support Absenteeism by Professional Groups - AP 2004 0,8% 12,3% 47,5% 39,3% General Technical Support Professional Technicians Administrative assistant Absences by Age Structure - EP 2004 +60 56-60 51-55 46-50 41-45 36-40 31-35 up to 30 0 50 100 150 200 250 300 350 400 450 CA TECHNICAL DIRECTOR COMPUTING MONEY/ ADMIN GENERAL SUPPORT Absences by Age Structure - AP 2004 +60 56-60 51-55 46-50 41-45 36-40 31-35 up to 30 0 50 100 150 200 250 300 350 400 TECHNICIAN ASSIST. ADMN TEC PROF COMPUTER GENERAL SUPPORT 28 Machine Translated by Google ACTIVITY Absenteeism by Professional Group Absences by Professional Groups and Types of Absences EP 2004 Others Maternity / Paternity Student worker on vacation account Unpleasant Prolonged Illness Illness Assist Familiar 0 100 200 300 400 500 600 ADMINISTRATIVE COUNCIL EXECUTIVE TECHNICIAN COMPUTING PARATECHNICAL / ADMINISTRATIVE GENERAL SUPPORT Absences by Professional Groups and Types of Absences AP 2004 Others Maternity / Paternity Student worker for vacation account Unpleasant prolonged illness Illness and/or Hospitalization Assist Familiar 0 100 200 300 400 500 EXECUTIVE TECHNICIAN ADMINISTRATIVE ASSISTANT PROF. TECHNICIAN COMPUTING GENERAL SUPPORT 29 Machine Translated by Google SOCIAL SECURITY It is known that personal and professional fulfillment finds in the quality of work life, particularly that which is favored by safety, hygiene and health conditions, a fundamental matrix for its development. Occupational health studies the positive and negative effects that work can have on health, and also the effects that people's health, or its alteration, can have on their aptitude and ability to work. Not only in this sense to provide better working conditions - but also in compliance with the national legislation currently in force on this matter, is that INPI in the year 2004 carried out a reassessment of the services that came, being provided by an external company. This reassessment resulted in the need to initiate new procedures, tending to reduce the risks to safety and health in the workplace, as well as the promotion of health surveillance, a fact that culminated in a new hiring of external services in the area of hygiene, safety and health at work. The company providing this service, called COSAT - Consultores de Higiene, Segurança e Saúde no Trabalho, SA, has been providing this service to us since January 1, 2004. Therefore, from a universe of 120 workers proposed to take the occupational medicine exams, 113 were the total number of those who took them, which makes up a 94.1% adherence. Of the remaining 5.8% who did not undergo this type of occupational medicine examination, it was found that the vast majority did not do so due to prolonged illness. Of the attendances at the clinical examinations, an aptitude for work was registered, in the order of 100%. Still in the context of occupational medicine, the INPI celebrated for the third consecutive time, in 2004, an additional service provision with the same company, within the scope of the Influenza Vaccination Plan. In this way, and following an invitation addressed to all employees of the Institute, in order to adhere to the mentioned Plan, there were 36 adhesions. Parallel to these services, and still within the scope of the contract signed between this company and the INPI, it should be noted that “COSAT” assigns a service 30 Machine Translated by Google SOCIAL SECURITY consultations and medical examinations between 6 pm and 8 pm, from Monday to Friday. With regard to the social security system under the ADSE, in 2004 there was a decrease in the amounts related to medical expenses, not only in the amounts to be reimbursed, but also in the amounts reimbursed. This decrease is fundamentally due to the natural decrease in the number of employees benefiting from ADSE in the INPI's staff. Still with regard to this social security system, it was verified that in a universe of 79 employees, 183 occurrences were registered during the year of 2004, making a total of expenses related to various medical acts presented, the amount of 29,679.19 €. Of the amount referred to, the total reimbursed was €14,437.72. 31 Machine Translated by Google SOCIAL SECURITY ADSE 2004 AMOUNT FOR AMOUNT. AMOUNT NO. PER WORK MONTH COMPARTICIPAR SHARED SHARE JANUARY 530,34 559,67 14 1.090,01 3.242,42 1.688,23 1.554,19 16 FEBRUARY MARCH 3.434,50 1.437,63 1.996,87 20 APRIL 905,98 872,98 15 1.778,96 MAY 4.623,93 2.215,66 2.408,27 15 JUNE 1.671,50 1.613,57 26 3.285,07 JULY 3.545,03 1.616,53 1.928,50 14 AUGUST SEPTEMBER 940,00 438,51 501,49 1 OCTOBER 560,86 603,53 31 1.164,39 NOVEMBER 1.475,88 841,42 634,46 14 DECEMBER 5.099,00 2.531,06 2.567,94 17 TOTAL 14.437,72 15.241,47 183 29.679,19 € Social Assistance - ADSE - 2004 6.000,00 5.000,00 4.000,00 Amount to contribute 3.000,00 Shared amount for sharing 2.000,00 1.000,00 0,00 MARCH APRIL AM I JOHN CHRISTMAS OH JANUARY FEBRUARY STHE E MBRO/YOU AND /OR NOD T EMBRO EZ E BR VMO AG 32 Machine Translated by Google PERSONNEL CHARGES Personnel costs have been losing weight in total costs, since 2001 they have lost around 20 pp Compared to 2003, they registered a similar evolution of -2.7%, representing, in relation to overall expenditure, 34.4% . For total personnel costs, whose structure remained relatively stable, the Basic Remuneration of Staff and Governing Bodies contributed 68%, and the Remuneration of Other Personnel and Daily Allowances, which represent 2% each. Compulsory Social Charges and Remuneration, respectively, with 4% and 9%, and Other Personnel Costs, with 12%, maintained their weight in total personnel expenses relatively stable. Personnel Expenses 2004 TYPE OF EXPENSES EUROS STRUCTURE Base Remuneration - Staff 2.326.539,50 68 % Base Remuneration - Governing Bodies 162.410,64 5% Base Remuneration - Other Personnel 57.604,10 2% Cost Allowances 61.826,51 2% Mandatory Social Charges 130.951,62 4% Charges With Renumbering 299.394,61 9% Others 405.044,53 12 % Personal Total 3.443.771,51 34 % Total Expense 10.006.811,66 100 % 33 Machine Translated by Google PERSONNEL CHARGES Personnel Expenses 2004 Personnel Expenses - 2004 11% 9% 4% 2% 2% 5% 69% Base Remuneration - Staff Base Remuneration - Governing Bodies Base Remuneration - Other Personnel Cost Allowances Mandatory Social Charges Charges with Remuneration Others salary range Highest Net Base Remuneration 2.919,20 NET WARRANTY: = 5,74 Lowest Net Base Remuneration 508,20 34 Machine Translated by Google EXTRA WORK By analyzing the table and complementary graph, it appears that the total hours of overtime work decreased compared to the previous year, with a value of 401 hours recorded in the year under review, against 1830 hours recorded in the year having passed It should be noted that the provision of additional work is particularly required in situations of significant increase in work, especially when this increase takes place in the Public Service sector. EP 2004 OVERTIME WORK, NIGHT AND ON DAYS NUMBER WEEKLY, COMPLEMENTARY REST AND HOLIDAYS HOURS H 67,5 overtime work M 333,5 T 401,0 AP 2004 OVERTIME WORK, NIGHT AND ON DAYS NUMBER WEEKLY, COMPLEMENTARY REST AND HOLIDAYS HOURS H overtime work M T 0 35 Machine Translated by Google PROFESSIONAL QUALIFICATION With a view to optimizing existing human resources, the Professional Training carried out in 2004 was intended to provide employees with technical skills who, for the efficient performance of their functions, needed this specific development, thus reconciling the Organization's objectives and the individual development expectations of its employees. The bet fell, once again, on areas considered strategic for the Institute, such as Industrial Property and Information Technology. In the first, it is worth highlighting the postgraduate course in Industrial Property, “ subordinated to the theme: 6Industrial Senior Technicians Law and the from newdifferent Code", Organic in which,Units participated and which came to allow an assumption of competences in this area strategic. Training in the area of Information Technology was intended to provide technical skills to personnel in this area following the implementation process of the various IT support systems for the INPI, namely the Industrial Property Management System and the Document Management System. Attendance indicators by groups of personnel in 2004 indicate that the most significant levels of participation essentially involved 3 groups of personnel: Managers, Technicians and IT Personnel. Of the 45 participations that took place, in a universe of 121 recipients, 46.7% belonged to the Technical group, 35.5% to the Managers group, 11.1% to the IT group and 6.7% to the Paratechnical/Professional and Administrative Technician group . With regard to hours of training, 41% corresponded to the group of Technical personnel, 36.9% to Managers, 14.1 to IT personnel and 8.3% to Paratechnical/ Professional and Administrative technicians. The increased investment in training the Management group was due in part to the legal regulations of the new labor legislation, Law nº 2/2004 of 15 January, and which materialized in the group's attendance at the Senior Management Seminar. 36 Machine Translated by Google PROFESSIONAL QUALIFICATION EP 2004 DURATION OF LOWER FROM 30 TO 59 HOURS ACTIONS TO 30 HOURS total number of 17 10 shares Number of internal 0 0 actions Number of 17 10 external actions No. of THAT THEN TECHNICIAN COMPUTER SCIENTIST PARATECHNICIAN SUPPORT TOTAL PARTICIPANTS ADMINISTRATIVE GENERAL Total number of participants 3 12 20 4 1 0 40 Total number of participants 0 0 0 0 0 0 0 in internal actions total number of 3 12 20 4 1 0 40 participants in external actions NO. OF HOURS THAT THEN TECHNICIAN COMPUTER SCIENTIST PARATECHNICIAN SUPPORT TOTAL ADMINISTRATIVE GENERAL i total number of hours 176 425 682 191 28 0 1502 Total number of hours in 0 0 0 0 0 0 0 internal actions Total number of hours in 176 425 682 28 0 1502 external actions 191 TOTAL HOURS OF TRAINING GIVEN - 1502 Hours 37 Machine Translated by Google PROFESSIONAL QUALIFICATION AP 2004 DURATION OF LOWER FROM 30 TO 59 HOURS ACTIONS TO 30 HOURS total number of 2 5 shares Number of internal 0 0 actions Number of 2 5 external actions NO. OF PARTICIPANTS THAT THEN TECHNICIAN COMPUTER SCIENTIST TECHNICIAN SUPPORT TOTAL SUPERIOR PROFESSIONAL GENERAL Total number of participants 0 1 1 1 2 0 5 Total number of participants 0 0 0 0 0 0 0 in internal actions Total number of participants 0 1 1 1 2 0 in external actions 5 NO. OF HOURS THAT THEN TECHNICIAN COMPUTER SCIENTIST TECHNICIAN SUPPORT TOTAL SUPERIOR PROFESSIONAL GENERAL total number of hours 0 59,5 50 60 120 289,5 0 Total number of hours in 0 0 0 0 0 0 0 internal actions Total number of hours in 0 59,5 50 60 120 0 289,5 external actions TOTAL TRAINING HOURS GIVEN - 289.5 Hours 38 Machine Translated by Google PROFESSIONAL QUALIFICATION Professional Training - EP 2004 20 16 12 8 4 0 THAT THEN Technician IT specialist Money/Admin. Professional Training - AP 2004 2 i 1 0 THEN Senior Technician IT specialist Professional Technician 39 Machine Translated by Google CONCLUSION Bearing in mind the results obtained throughout this work, it is time to proceed with some reflections on them. In general, and despite the need to deepen these reflections with detailed readings that can be carried out in the body of the work, it can be said that: ! INPI's staff approved by Ordinance nº 835/99 of August 23rd, amended by Ordinance nº 508/2002 of April 30th, presents in 2004 a more serious situation, in relation to the previous year, observing a real rate of occupancy of 79.7%. ! However, it is still verified that 28 of the places foreseen in the table, are not filled, determining the highest percentages of vacant places in the category of Senior Technician and Administrative Assistant. ! The average age dropped slightly compared to the previous year, standing at 43 years old (44 years old in 2003). The 35-39 and 50-54 age groups occupy, in the year under analysis, the largest volume of staff at the INPI. ! In terms of educational qualifications, the same trend registered in recent years can be observed, that is, a growth trend in terms of the degree of graduation of workers. Thus, professionals with university education, masters and doctorates have the highest rate of distribution of INPI's human capital, whose value is situated at 46%. From the analysis of these facts, it is possible to observe the growth trend of the high level of technicality of this Organization. ! With regard to the seniority of INPI employees, it is important to 40 Machine Translated by Google It should be noted that the growth trend observed in the previous year is maintained. Thus, for the group with seniority between 5-9 years of service, a percentage of 13% was found, against 1% in 2003. The groups with less years of average service are the Senior Technician/ Technician, contrary to the groups of Paratechnical/Administrative personnel which are those with a higher level of seniority. ! With regard to absenteeism, it should be noted that there was a sharp decrease in both INPI staff. However, and specifically with regard to the EP Table, there was a slight increase, as a result of registered maternity/paternity leaves. As in previous years, illness and maternity/paternity are the main causes of absenteeism. ! Finally, with regard to the professional training policy, it should be noted that, as in previous years, the INPI invested in a global plan for the attendance of various external training actions, in a total of 34, focusing on the development and professional enhancement of its employees , aiming at the professional development of each one, as well as attributing greater technical expertise and specialization to employees, determining factors for a full response to the increasingly demanding requests of our Customers / Users. i Thus, in the year under review, a total of 45 employees from various professional groups participated in training sessions focusing on matters in their areas of competence. The percentage of hours spent on training actions, compared to 2003, recorded a sharp rise, with a figure of 1757 hours being observed in the year under review against 1173 in 2003. 41 Machine Translated by Google Machine Translated by Google MINISTRY OF ECONOMY AND INNOVATION